1. Define your recruitment needs
Every business’s needs are different, so outlining the specific details of the roles that you need to fill and the ideal candidates for them will help your MSP find quality candidates quickly.
Managed Service Providers (MSPs) offer a cost-effective way of managing your contingent recruitment. But with recruitment MSPs bringing substantial expertise, streamlined operations and new technology to your business, how can you truly maximise the value of this strategic partner?
For many businesses, managing your contingent workforce can be a tricky task. From continuously advertising roles and onboarding candidates to developing the right employer value proposition to attract the right hires, businesses that are already short on time and resources can be stretched even further to get this important part of the business right.
However, a recruitment MSP can help businesses manage their contingent workforce far more efficiently. They are specialists in contingent labour recruitment and management and use their knowledge of talent attraction, hiring, and workforce management to help firms solve their part-time, temporary, and freelance labour needs.
An MSP can be a transformative solution for businesses looking to streamline their contingent workforce recruitment and management. But to truly get the most value out of working with an MSP, it is a good idea to make sure you follow the tips below.
Every business’s needs are different, so outlining the specific details of the roles that you need to fill and the ideal candidates for them will help your MSP find quality candidates quickly.
Open and consistent communication is key to recruitment. Hold regular check-ins with your MSP to work through any challenges and stay up to date.
Establishing some KPIs will help you evaluate the effectiveness of your MSP. Metrics like time-to-hire, cost-per-hire and quality-per-hire can help you determine whether you are getting the desired results.
Feedback is crucial and can help an MSP tailor their processes to meet your needs. Let them know if there are areas to improve and where they are doing well.
One of the biggest value-adds of an MSP is cutting-edge knowledge of recruitment practices and trends. Make sure to leverage their expertise to develop your understanding of hiring best practices, talent attraction strategies and developing market trends. This can help shape Employee Value Propositions and EDI strategies and even inform strategic workforce planning goals.
Regularly reviewing how the relationship with your MSP is evolving is key to maintaining an effective and constructive relationship. Are they finding the right candidates? Are there areas for improvement? Continuously evaluate the effectiveness of the relationship to ensure you’re getting the results you want.
With Blue Arrow's managed service, employers can save on agency fees through automation-driven efficiencies and advanced management insights, which optimise staffing, skills, and resource deployment. The service offers unparalleled direct fill with an extensive and diverse community of temporary staff, ensuring a strong brand reputation for direct fulfilment. Additionally, employers benefit from scalability and flexibility through real-time staffing data and advanced visibility and control over their talent pipeline, supported by a national recruitment and talent solutions network.